2 Places ADA Compliance Breaks Down — and How to Fix Both

Most employers know they have ADA obligations. Fewer have trained their front-line managers to recognize an accommodation request when it doesn’t arrive in writing — or prepared their investigators to conduct disability-related inquiries without drawing credibility conclusions from behaviors that may themselves be disability-related. Rachel Reddick of Oppenheimer Investigations Group and Jennifer Robins of Saul Ewing walk through both failure points and what defensible practice looks like at each.